team member handbook - wesleylife · 2019-04-03 · a culture of service wellspire is committed to...

TEAM MEMBER HANDBOOK

2019

Team Member Handbook

TABLE OF CONTENTS

WELCOME FROM OUR CEO ---------------------------------------------------------------------------------1

MISSION, VISION, VALUES ----------------------------------------------------------------------------------2

Our Mission -------------------------------------------------------------------------------------------------------------------- 2

Our Vision ---------------------------------------------------------------------------------------------------------------------- 2

Our Purpose ------------------------------------------------------------------------------------------------------------------- 2

Our Organizational Values ------------------------------------------------------------------------------------------------ 2

Key Behaviors ---------------------------------------------------------------------------------------------------------------- 2

PURPOSE OF THIS HANDBOOK ----------------------------------------------------------------------------3

A CULTURE OF SERVICE ------------------------------------------------------------------------------------4

An Engaging Workplace ---------------------------------------------------------------------------------------------------- 4 Team Member Input ------------------------------------------------------------------------------------------------------- 4 Teamwork, Individual Excellence and Recognition -------------------------------------------------------------------- 4 Suggestions and Ideas ------------------------------------------------------------------------------------------------------ 5 Communication ------------------------------------------------------------------------------------------------------------- 5 Equal Employment Opportunity (PC-PR-08020) ---------------------------------------------------------------------- 5 Diversity & Language in the Workplace (PC-PO-08000; PC-PR-08020) ------------------------------------------- 6 Americans with Disabilities Act – ADA (PC-PR-08023) ------------------------------------------------------------- 6 Harassment or Discrimination in the Workplace (PC-PR-08025) --------------------------------------------------- 7

Our Commitment to Quality ---------------------------------------------------------------------------------------------- 7 Personal Appearance (PC-PR-08040) ----------------------------------------------------------------------------------- 7 Standards of Conduct (PC-PR-08040) ----------------------------------------------------------------------------------- 9 Licenses, Certifications and Registrations (PC-PR-03010) ----------------------------------------------------------- 10 Compliance ----------------------------------------------------------------------------------------------------------------- 10

A GREAT PLACE TO WORK ------------------------------------------------------------------------------- 11

Day to Day Expectations and Information --------------------------------------------------------------------------- 11 Attendance and Punctuality (PC-PR-05020)--------------------------------------------------------------------------- 11 Cell Phone Usage / Texting ----------------------------------------------------------------------------------------------- 13


Computers, Texts, Electronic Mail and Social Media (PC-PR-08045) ---------------------------------------------- 13 Confidential Information ------------------------------------------------------------------------------------------------- 14 Conflict of Interest --------------------------------------------------------------------------------------------------------- 15 Corrective Action / Performance Improvement (PC-PR-06020) ---------------------------------------------------- 15 Disagreement Resolution (Grievance) Procedure (PC-PR-08010) -------------------------------------------------- 15 Eligibility for Rehire ------------------------------------------------------------------------------------------------------- 16 Gifts and Tips -------------------------------------------------------------------------------------------------------------- 17 Health Insurance Portability and Accountability Act (HIPAA) ------------------------------------------------------ 17 Hiring/Recruitment ------------------------------------------------------------------------------------------------------- 17 Identification Badges (PC-PR-08040) ---------------------------------------------------------------------------------- 18 Inclement Weather (PC-PR-05020) ------------------------------------------------------------------------------------- 19 Pre-Employment Health Assessment (PC-PR-03020) ---------------------------------------------------------------- 19 Separation/Termination (PC-PO-09000) ------------------------------------------------------------------------------ 19 Solicitation and Distribution (PC-PR-08030) ------------------------------------------------------------------------- 20 Time Records (PC-PR-05010) ------------------------------------------------------------------------------------------- 21 Nicotine and Tobacco-Free Work Environment (PC-PR-11025) ----------------------------------------------------- 21 Visitors at Work ------------------------------------------------------------------------------------------------------------ 22 Workplace Violence (PC-PR-08040) ------------------------------------------------------------------------------------ 23 Work Schedules and Rest Periods (PC-PR-05010) -------------------------------------------------------------------- 23

Compensation (PC-PO-01000) ----------------------------------------------------------------------------------------- 25 Change of Status ----------------------------------------------------------------------------------------------------------- 25 Employment Status (PC-PR-05030) ------------------------------------------------------------------------------------ 25 Overtime (PC-PR-05010) ------------------------------------------------------------------------------------------------- 27 Payroll Checks (PC-PR-05010) ------------------------------------------------------------------------------------------ 27 Pay Deductions (PC-PR-05010) ----------------------------------------------------------------------------------------- 27 Pay Increases (PC-PR-06010) -------------------------------------------------------------------------------------------- 27 Pay Weeks/Pay Periods (PC-PR-05010) -------------------------------------------------------------------------------- 28

FOR YOUR BENEFIT --------------------------------------------------------------------------------------- 29

Retirement - 401k (PC-PR-01010) ------------------------------------------------------------------------------------- 29

Health and Welfare Benefits (PC-PR-01010) ---------------------------------------------------------------------- 29

Flexible Spending Accounts (FSA) ------------------------------------------------------------------------------------ 30

Benefit Enrollments and Changes ------------------------------------------------------------------------------------ 30

Team Member Giving (Philanthropy Programs) ------------------------------------------------------------------ 31

Voluntary Benefits --------------------------------------------------------------------------------------------------------- 32

Holidays (PC-PR-10030) ------------------------------------------------------------------------------------------------- 32

Time Away from Work (PC-PR-10010) ------------------------------------------------------------------------------ 33


Personal Time Away from Work (PC-PR-10020) ----------------------------------------------------------------- 34

Time Away from Work – Bereavement (PC-PR-10020) -------------------------------------------------------- 35

Time Away from Work – Jury Duty (PC-PR-10020) ------------------------------------------------------------- 36

Leaves of Absence (PC-PR-10040) ------------------------------------------------------------------------------------ 36 1. Family and Medical Leave Act (PC-PR-10041) -------------------------------------------------------------------- 36 2. Educational ------------------------------------------------------------------------------------------------------------ 37 3. Health ------------------------------------------------------------------------------------------------------------------ 37 4. Military Leave --------------------------------------------------------------------------------------------------------- 38 5. Personal ---------------------------------------------------------------------------------------------------------------- 38

TO YOUR HEALTH ----------------------------------------------------------------------------------------- 39

Your Personal Wellness -------------------------------------------------------------------------------------------------- 39 Team Member Assistance Program – EAP (PC-PR-11040) ---------------------------------------------------------- 39 Health Risk Assessments & Flu Shots ----------------------------------------------------------------------------------- 40 Occupational Injuries, Workers’ Compensation and Alternate Duty (PC-PR-11030 and PC-PR-11035) -------- 40 Fitness for Duty ------------------------------------------------------------------------------------------------------------ 41 Substance and Alcohol Use (PC-PR-08050) --------------------------------------------------------------------------- 41

Wellness – the Work Environment ----------------------------------------------------------------------------------- 42 Disaster Planning ---------------------------------------------------------------------------------------------------------- 42 Exposure to Bloodborne Pathogens ------------------------------------------------------------------------------------- 42

AS YOU DEVELOP ------------------------------------------------------------------------------------------ 43

Orientation and Onboarding (PC-PR-02010) ---------------------------------------------------------------------- 43

New Hire Performance Feedback (PC-PR-06005) --------------------------------------------------------------- 43

Annual Performance Reviews (PC-PR-06010) -------------------------------------------------------------------- 43

Learning and Development --------------------------------------------------------------------------------------------- 44

Educational Assistance --------------------------------------------------------------------------------------------------- 44

Leadership Development ------------------------------------------------------------------------------------------------ 45

Promotions and Transfers (PC-PO-07000) ------------------------------------------------------------------------ 45

A FINAL NOTE ---------------------------------------------------------------------------------------------- 47

Acknowledgement --------------------------------------------------------------------------------------------------------- 48

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WELCOME FROM OUR CEO

Dear team member,

On behalf of our leadership and all of our passionate, dedicated, and enthusiastic team members across the organization, welcome to WellSpire!

What started in 2018 as a series of conversations about ways to better serve older adults in the Quad Cities has evolved to a partnership dedicated to enhancing the health and well-being of those individuals. WesleyLife is honored to have aligned with Genesis Health to support the independence, health, and well-being of those we serve, and we are eager, through WellSpire, to create experiences designed to transform attitudes toward aging.

We are also eager to provide a workplace where team members are able to live out their personal values and purpose every day. Whether your passion is to provide service to others, to achieve professional success, to work in an organization that aligns with your own values, or a combination of all those things, we will look to each of you to help us define and cultivate a culture that makes WellSpire the best possible place to work. It’s truly my wish for you to wake up each morning eager to start your workday because you know you’ll be making a real difference in the lives of those who need you.

WellSpire is built upon a foundation that we proudly refer to as our four pillars: well-being, excellence, innovation, and – last but certainly not least – heritage. The two organizations that came together to form WellSpire realized that as a broader-reaching organization, WellSpire would be positioned to meet the needs of a growing, thriving population of older adults. Whether you’re joining us during our first week or our first year or our 10th year, that premise will not change. We’re here to make a difference. And we’re so pleased that you’ve chosen to join us on this journey.

As for this handbook: The policies, information, services and benefits described here reflect WellSpire’s commitment to transparent communication in all things. The document is designed to help shape and encourage your personal growth and development, and we hope you’ll enjoy reading about what you can expect from the WellSpire experience. Please note that while this handbook provides important information, it is not fully comprehensive; for further guidance, I encourage you to consult with your leader or with our People & Culture team members.

Once again – welcome. I look forward to meeting you, and I’m honored that you have chosen WellSpire.

Sincerely,

Rob Kretzinger, Chief Executive Officer

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MISSION, VISION, VALUES

Our Mission

Guided by Christian Compassion, WesleyLife will enhance the independence, health and well-being of older adults, wherever they call home.

Our Vision

To transform the aging experience with the creation of a continuum of wellness designed to engage and empower others to live longer, healthier lives.

Our Purpose

Because everyone should have the opportunity to live a life of continued growth, experience, engagement, and meaning regardless of physical, social or economic circumstances. Aging is not a disease, but an opportunity. The second half of life can be the best half!

Our Organizational Values

At WellSpire, we live our values in every decision we make. They guide our mission and help illuminate our purpose.

Quality reflected by superior service and high standards

Integrity demonstrated through honest, ethical and fair actions

Dignity of all persons at every stage of life

Community building through friendship, fun and support

Stewardship of the resources with which we’ve been entrusted

Team Members …

Live out Christian compassion and serve with hospitality,

Value succeeding as a team while excelling as individuals,

Own solutions and passionately act on them, and

Create possibilities!

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PURPOSE OF THIS HANDBOOK

This handbook is a resource guide and summary of the various policies, expectations and benefits available to team members of WellSpire. You are encouraged to read this handbook and use it as a reference. When further information is needed, you should contact your leader or Director of People and Culture.

All WellSpire team members are under the policies and procedures of WesleyLife as the management organization except where specifically noted. References to WesleyLife policies and procedures are fully applicable to WellSpire.

This handbook supersedes, in all aspects, any prior handbook information. The information in this handbook is intended to be as accurate as possible; however, should there be differences between this handbook and provisions of insurance contracts, plan documents and/or other policies, the provisions of those insurance contracts, plan documents and/or other policies will govern.

Employment at WellSpire is a voluntary, employment-at-will relationship for an indefinite period. Employment-at-will means that while WellSpire intends to maintain a positive working relationship with each team member, team members have the right to terminate employment at any time for any reason and WellSpire retains a similar right. No policy or practice of WellSpire should be construed to change this relationship. Only the WellSpire Board of Directors has the right to modify or change this policy and practice, and this action must be in writing and specifically directed by the Board to the particular person in regard to whom an exception is made.

This handbook serves to communicate information with team members. The contents of the handbook are not a contract of employment and should not be considered as a guarantee of continued employment with WellSpire. WellSpire reserves the right to change or eliminate any or all of the policies, procedures or benefits described within this handbook at any time, with or without notice.

As you read the information in the following sections, the full policies for each of the relevant topics are listed in parentheses. The full policies and procedures may be accessed by all team members through your Leader or People and Culture Team Member.

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A CULTURE OF SERVICE

WellSpire is committed to continually finding ways to break the stereotypes associated with aging and make the experience one of engagement and fulfillment. We can do this only through creating a work environment that inspires the heart, engages team members to do their best work, and celebrates success.

An Engaging Workplace

WellSpire provides an engaging workplace that values learning, collaboration and mutual respect, nurtures a spirit of participation and rewards hard work and results. WellSpire sustains this work environment by rewarding results, providing opportunities for learning and growth, providing ongoing communication and by responding to your feedback and concerns. More information about our workplace expectations can be found in PC-PO-08000, Respectful Work Environment.

Team Member Input

The best way we can make our workplace better is by talking and listening to each other. By participating in periodic surveys and other opportunities for input, you can help make our organization a better place to work. The purpose of these feedback and input opportunities is to allow you to share your thoughts and input concerning what you like about working for WellSpire and what we could do to make your work environment better. The results help us develop action plans to improve the work experience.

Teamwork, Individual Excellence and Recognition

We value working as a team as well as excelling as individuals. Working at WellSpire means belonging to a team. It is only by working together that we can meet the needs of the persons we serve.

Whether you are working directly with the people we serve, or you are working “behind the scenes,” your role on the team is critical to our success. If your team is not working well together, first determine what you can do to contribute to a more positive work environment. Discuss your concerns with your leader whenever possible.

Individual and team recognition are important to WellSpire. All team members are encouraged to recognize each other for a job well done. Team member recognition programs at each WellSpire community are a way for us to recognize, praise and thank you for your dedication to the services we provide and for your positive contributions to WellSpire’s success.

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Suggestions and Ideas

Every member of our WellSpire team has an opportunity to own solutions and act on them! We know you have great ideas on how we can serve people better as well as how we can make WellSpire a better place to work! You are highly encouraged to offer suggestions and get involved in making those improvements.

If you have an idea that may improve service, enhance quality, reduce cost or make WellSpire a better place to work, we encourage you to offer these suggestions directly to your leader. Or, if you prefer, you may submit your ideas, suggestions and feedback directly to any one of the WesleyLife Executive Circle members. We are ready to listen!

Communication

To keep you informed about WellSpire activities, news, policy changes and special events, we create a variety of communication channels – including, but not limited to:

Your leader: Communication between you and your leader should be ongoing so that you build relationships, have an opportunity to offer your ideas, receive feedback and are clear about your work expectations.

Team Meetings: Teams meet on a routine basis to share information, communicate goals and to discuss issues of interest to team members. Please be aware of meeting times and locations and attend meetings as expected. In some cases, meetings may be considered mandatory and lack of attendance may impact your future performance evaluations and/or your ongoing employment.

Social Media: Most locations have a community-specific social media presence and of course, WellSpire has its own social media sites. By connecting with these sites, you can be informed of news and information related to WellSpire and all of WesleyLife’s communities.

Team Member Newsletters and Bulletin Boards: Sometimes the oldest method of communication is the best. Take time to read and review the information that is provided or posted for important updates!

Equal Employment Opportunity (PC-PR-08020)

WellSpire is committed to a work environment that is free from discrimination and harassment. A diverse and skilled workforce is important to the delivery of quality services to our communities and makes WellSpire an engaging work environment and a great place to work.

WellSpire will comply with all local, state and federal laws and regulations and no one will be unlawfully discriminated against because of race, religion, color, gender, age, national origin, disability, military status, sexual orientation, marital status, genetic

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information and family history or any other characteristic protected by applicable state or federal law. WellSpire will provide leader training programs to improve awareness of discrimination and its impact on the workplace, helping to identify and change attitudes that cause discrimination. (PC-PR-08020)

Diversity & Language in the Workplace (PC-PO-08000; PC-PR-08020)

The term diversity includes but is not limited to, race, religion, color, gender, age, national origin, disability, military status, sexual orientation, marital status, genetic information and family history or any other characteristic protected by applicable state or federal law. Diversity really means respecting others and enjoying ours and others’ uniqueness. We believe it makes a more creative, innovative and inclusive workplace.

We also need to respect the persons to whom we provide services, demonstrate a high level of hospitality and express our concern for their comfort, safety and well-being. Because we are working in the homes of those we serve, it is expected that you will refrain from speaking in a language other than English (or the resident/client’s native language) when you are working in their home. This includes times when you are providing direct services to them or when you are in any part of their home providing other services such as housekeeping, maintenance, etc. Speaking in a language that is not understandable by the person being served can add undue stress, create confusion, or in the event of an emergency, put the resident or client at risk. If you speak in a non-English language, you are welcome to speak in your native language in break rooms and/or while on break from your assigned duties. We also encourage you to visit with any of our residents who speak your same native language, if they ask you to do so!

Americans with Disabilities Act – ADA (PC-PR-08023)

WellSpire supports the employment of individuals with disabilities. The Americans with Disabilities Act (ADA) is the most comprehensive federal civil rights statute protecting the rights of people with disabilities.

Employment discrimination is prohibited against “qualified individuals with disabilities.” This includes applicants for employment and team members. An individual is considered to have a “disability” if he or she has a physical or mental impairment that substantially limits one or more major life activities, has a record of such impairment or is regarded as having such impairment.

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Team members who may have a disability are encouraged to visit confidentially with the People and Culture team member at their service line or community to work through the reasonable accommodation process.

Harassment or Discrimination in the Workplace (PC-PR-08025)

“Harassment” is defined as unwelcome conduct which interferes with work performance or creates an intimidating, hostile or offensive work environment. Harassment can occur between team members at all levels of the organization. WellSpire and all of WesleyLife is committed to ensuring the workplace is free from any such harassment and will take action if a team member feels any such activity has taken place.

If you feel that you have experienced discrimination and/or harassment, you should bring these matters to our attention as soon as possible. You may discuss the situation with anyone on your WellSpire leadership team, a People & Culture team member, or a member of the WesleyLife Executive Circle.

We are also committed to confidentiality of your claims to the degree possible to conduct an adequate and responsible investigation. We prohibit retaliation as a direct result of your claim and will ensure our work environment addresses performance matters according to all appropriate policies, procedures and other legal requirements.

Our Commitment to Quality

We strive to live out Christian compassion and serve with hospitality in all services and at all times. In addition, we work toward high levels of quality and exceptional service for our clients, participants, residents, families, guests and visitors and to each other as co-workers every day. We measure and report satisfaction scores as well as specific quality results, using the results to action plan for improvement.

Personal Appearance (PC-PR-08040)

Proper dress and appearance at WellSpire are very important. The work we do is performed in the homes of those we serve. A professional appearance builds confidence and respect for you and for our organization.

You are expected to dress in a manner that fosters a positive and professional image. No part of your dress should embarrass or offend the people we serve, visitors or co-workers. You may be required as a part of your position to wear specific clothing. Your clothing should be clean, free from odor or excessive cologne/perfume, wrinkle-free and not show fraying, holes or excessive wear.

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You should be aware of and ensure you follow the specific expectation for your position and adhere to this standard.

Inappropriate dress is prohibited at all of our locations and within all services and includes clothing with offensive pictures or words, revealing attire (too short, too tight, too low, etc.), loose footwear such as flip flops, and torn or unkempt clothes.

Casual attire including jeans, open-toed sandals, shorts, etc. will be considered inappropriate unless specifically approved by leadership or for stated special events or activities.

Identification badges are part of your “uniform” and are to be worn at all times.

Personal appearance is as important as your clothing. You are expected to be clean and well-groomed at all times while on duty.

Hair (including facial hair) should be clean, combed, and neatly trimmed. Shaggy or unkempt hair, regardless of length, is not permissible.

Piercings are limited to no more than three (3) piercings in each ear.

Gauges above size 00g (3/8”) are not allowed.

All piercings must be in good taste and safety compliant.

WellSpire reserves the right to request other piercings be removed or covered at its discretion as a condition of employment.

Tattoos are acceptable as long as they are not graphic, vulgar or offensive images or language which do not align with our values and standards of conduct.

If you have questions or are in doubt about any personal appearance issue, you may talk with your leader or the Director of People & Culture.

If your leader determines your personal appearance or dress to be inappropriate, you may be sent home to correct the situation. Your time away from work will be unpaid. In addition, leaders may use this information for performance decisions and/or apply corrective action where appropriate.

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Standards of Conduct (PC-PR-08040)

As a member of the WellSpire team, you are expected to maintain a professional and courteous working relationship with clients, residents, visitors and your fellow team members. Policies concerning standards of conduct are intended to promote a safe work environment, productivity and satisfactory work relationships based on trust, respect, and self-discipline. If you have questions or concerns at any time about any of the standards of conduct, you should talk with your leader.

WellSpire expects the following behavior from all team members regardless of position. These are examples and are not all-inclusive.

Conduct which is aligned to WellSpire’s mission, vision and values.

Conduct which honors clients, residents, visitors and fellow team members.

Behaviors, words and actions which align with our Key Behaviors.

Words and actions that show respect for each other, including team members, leaders, clients, residents and visitors.

Honest and ethical actions are expected at all times from all team members. Decisions made that are not honest or ethical for the team or for the people we serve are never allowed.

Behaviors that foster a safe environment for team members, residents, clients and visitors.

o Any verbal or physical threats are absolutely forbidden.

o Weapons of any kind are prohibited in any of our work sites, including resident/client/patient homes.

Adherence to confidentiality expectations regarding all work-related information, especially client and resident information. This includes social media as well as any other form of communication.

Regular attendance and timeliness in reporting for duty.

Work performance that demonstrates a desire to do your best every day.

In the event you make choices in your personal life which lead to your arrest or charges for alleged unlawful activity, it is expected that you report these as soon as possible to your leader or to your People and Culture representative. While we will work with you through these life events, it’s important for the safety and well-being of the people we serve that we know about these situations.

Adherence to our well workplace expectations, including not using nicotine, tobacco, alcohol and drugs as well as participation in our team member wellbeing programs.

We love children visiting and being a part of our communities! It is expected that

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children are not with you during work hours and while you are expected to complete duties for WellSpire unless specifically approved or for a special event.

WellSpire is committed to providing a living environment for those we serve that is free from neglect or abuse. We are committed to full compliance with Dependent Adult Abuse requirements. All team members are expected to understand this commitment and how you play a role in it. The full policies related to Dependent Adult Abuse are available through your leader and/or Director of People & Culture. Failure to abide by our Dependent Adult Abuse standards may be grounds for corrective action, up to and including the immediate termination of your employment.

Feedback is important to your personal growth and your success at WellSpire. In the event your leader needs to discuss any concerns, we will do that with fairness and respect, but with honesty. Should there be any action on your part that disrupts the work of other team members, negatively affects resident or client care, or is considered illegal activity your leader may need to take corrective action, up to and including immediate termination.

Licenses, Certifications and Registrations (PC-PR-03010)

If you work in an occupation that is regulated by the state, other boards or professional societies, you will be required to present proof of licensure before you begin to work and on an ongoing basis. If you are required to drive as a part of your position, you will be required to provide us with a copy of your driver’s license as well as your certificate of insurance.

You are responsible for renewing your license or maintaining your certification and presenting this information to your leader or Director of People & Culture as necessary.

Because WellSpire is committed to maintaining complete compliance with applicable regulations and laws, you will not be allowed to work without proper licensure or proof of such licensure/certification. Failure to maintain licensure or certifications required for your position may result in corrective action up to and including termination.

Compliance

WellSpire is committed to maintaining ethical standards and uses its best efforts to comply with all federal, state and local laws, regulations, rules and guidelines.

We provide you with a hotline to report suspected illegal or unethical behaviors; non compliance with laws, regulations and policies; safety violations; criminal offenses; and other inappropriate activities. You are encouraged to use the confidential hotline at 866-291-4301 to report concerns or activities. The process is designed to allow you to report on an anonymous basis, if you so desire. Your information will be maintained in the strictest of confidence. All concerns will be addressed promptly with professionalism, care and respect.

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A GREAT PLACE TO WORK

WellSpire seeks to hire people who are committed to the mission of WellSpire with a passion for serving people. The following section summarizes important information you need to know as you carry out your daily work responsibilities.

Day to Day Expectations and Information

This section contains important information for your daily employment at WellSpire and is presented in alphabetical order.

Attendance and Punctuality (PC-PR-05020)

Every team member makes an important and vital contribution to the operation of WellSpire on a daily basis. Timely and regular attendance is an essential component of everyone’s job to deliver consistently high-quality services to clients and residents. The information contained in this handbook states only the main points of the full attendance procedure. If you have any questions about the attendance and punctuality expectations for your position, you should refer to the full procedure available through your Leader for detailed guidance.

WellSpire is committed to establishing and maintaining work schedules in a fair and consistent manner. Please make certain you are clear about the attendance and punctuality expectations of WellSpire and your specific team. We consider it your responsibility to know and adhere to these expectations.

We expect at least a two-hour advance notice of:

o your need to miss a scheduled work shift or assignment,

o that you will be late for a shift or assignment, and/or

o that you need to leave work early.

Repeated occurrences of short notices will be grounds for corrective action.

o Be sure to clarify with your leader who to contact if you need to miss work and if your leader has specific expectations regarding advance notice. Those expectations will take precedence over the general two-hour expectation stated here.

Because of requirements to track infections within our team, you will be required to provide a reason for your absence and your specific symptoms, as well as when you anticipate you will be able to return to work.

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Unscheduled absences are counted by occurrence.

o Six occurrences in a rolling 12-month period are grounds for corrective action, up to and including termination.

o Three occurrences in any three-month period are cause for counseling and/or corrective action.

o Advance notice of an unscheduled (unplanned) absence does not excuse the absence and it will still be counted as an occurrence.

New hires who miss work three times or more in their first 90-days may be subject to dismissal from employment.

No call / No shows are serious performance concerns. No call/no shows regardless of reason are grounds for immediate corrective action up to and including termination.

o In the event of termination due to absences without prior notice, you will be considered ineligible for rehire within any WellSpire service in the future.

Tardiness is considered arriving at work anytime after your scheduled start time or returning to work late after a scheduled break.

o Three tardies in a three-month period may result in corrective action.

o Four tardies in a rolling 12-month period will be counted as one occurrence for the purposes of attendance.

It is also your responsibility to accurately record your working time on the tools provided such as our timeclocks or e-time systems. Repeated failure to clock in or out appropriately can be considered reason for corrective action and/or counted as tardiness under our attendance policy.

o Falsification of your own time record is considered fraud and is grounds for immediate termination.

o Participating in falsifying other team member’s time records is likewise considered fraud and grounds for corrective action, up to and including immediate termination.

Your leader expects you to work your full scheduled shift.

o If you have a need to leave your shift early, you must have prior authorization to do so – at least two hours advanced notice.

o Leaving your shift early will count as an occurrence if it is unscheduled with notice.

o Leaving your shift without notice or “walking off” the job will be considered abandonment of the people we serve. Abandonment is a serious infraction of our expectations and will be documented as your voluntary resignation resulting in immediate separation of employment.

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Cell Phone Usage / Texting

You are expected to be fully engaged in your work responsibilities during your shift or assignment. If you work within one of WellSpire’s campuses, personal cell phones and other hand-held electronic devices are not allowed in work areas and should be turned off and/or maintained in lockers or staff break rooms. Using personal cell phones or other electronic devices, including texting, will place you at risk of corrective action, up to and including termination. Cell phones and other devices may be used during break periods only.

Team members in certain positions may be required or permitted as a part of their positions to carry a cell phone.

WellSpire-issued phones are, at all times, the property of WellSpire.

If you have a WellSpire-provided cell phone or are using a personal cell phone for business purposes, you are expected to comply with usage expectations including when these devices are used, as well as confidentiality and respectful workplace policies.

Texts sent on personal or WellSpire-issued phones must also comply with these policies. At no time should protected health information be shared via text unless specifically approved and encrypted.

Texting while driving for WellSpire will be grounds for immediate termination.

Computers, Texts, Electronic Mail and Social Media (PC-PR-08045)

Computers and email are provided to you in order to conduct business on behalf of WellSpire. All computers, the data stored on them and email messages are considered to be the property of WellSpire and, as such, WellSpire may choose to monitor both incoming and outgoing communications. These communication tools are used for job-related communication only.

Team members need to follow the same behavioral standards online as they would in face-to-face interactions. The same laws, professional expectations and guidelines for interacting with residents, clients, families, fellow team members, etc. apply online.

WellSpire recognizes that social media sites (such as LinkedIn, Facebook, Twitter, etc.) are a part of the current culture and are frequently used by team members for personal networking and communication. WellSpire does not restrict team member’s use of social media during their own personal time and on their own computers or electronic devices. WellSpire, however, does monitor to ensure that inappropriate, offensive or unlawful information related to the business activities of WellSpire are not posted on

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social media applications.

Team members should remember that posting to social media sites while on duty for the organization is outside of our policies related to appropriate conduct. This includes accessing these sites via computer, smart phone or other electronic device. Social media sites may be accessed during work hours only by authorized individuals who use or maintain the sites for WellSpire business purposes.

We encourage you to show pride regarding where you work by liking or following WellSpire social media accounts. You are welcome to share news stories with your own followers. You are welcome to like or comment on posts on the official page as long as it is professional, appropriate and it does not share confidential information.

Team members should not speak to the media or comment through social media channels on behalf of WellSpire. Team members may not discuss (directly or indirectly) anything concerning other team members, WellSpire residents/clients, the care received or general business information through their online postings.

Posting pictures taken of any resident, client or other team member without prior consent is a definitive breach of confidentiality and will subject you to the potential for immediate termination.

Any postings made to these sites are bound by confidentiality requirements under HIPAA. You must refrain from posts that in any way breach the confidentiality of WellSpire’s services or protected health information of any person served.

WellSpire has policies that prohibit discrimination and harassment or provoke a hostile environment. You are required to follow these policies when posting any information about co-workers, leadership or persons served.

Confidential Information

While employed at WellSpire, you may become aware of confidential information concerning team members, clients, residents or WellSpire business. This information is considered confidential and should only be released to authorized personnel who have a need to know. A confidentiality statement is provided to you in orientation to advise you of our policies and expectations regarding confidentiality.

If you have questions about how to handle the confidential information in your area, please ask your leader. Because of the high importance WellSpire places on confidentiality, immediate termination is possible for any team member who inappropriately shares confidential information.

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Conflict of Interest

A conflict of interest is a situation where your outside activities may negatively impact the business of WellSpire or your job performance. You should avoid engaging in any outside activity or financial interest that would create a perceived conflict with the performance of your work duties or the reputation of WellSpire.

You are not allowed to conduct any form of personal business transaction with any WellSpire resident or client. It is also expected you will not use WellSpire property, funds, position, or power for personal or political gain. If you are uncertain about whether an outside activity may interfere with your employment at WellSpire, you should connect with your leader or the Director of People & Culture for your work location to discuss your specific situation.

Corrective Action / Performance Improvement (PC-PR-06020)

During the course of employment, you will receive ongoing feedback concerning your performance. Feedback is intended to allow for your development and growth as a team member. At times, however, an issue may be brought to your attention that requires immediate attention and correction.

There may be times when it becomes necessary to formally document and address performance due to patterns of underperformance, certain serious performance concerns or a concern about your alignment with the mission and values of WellSpire. Feedback is intended to correct these concerns. In the event that it does not, WellSpire has a process to provide you with opportunities to improve your performance.

Progressive corrective action typically follows a coaching, verbal warning, written warning, termination process. However, it is important to be aware that the facts and circumstances of any individual situation may result in a leader taking corrective action at any level within the progression. In some situations, termination may be the first and only action.

Disagreement Resolution (Grievance) Procedure (PC-PR-08010)

WellSpire is committed to providing a fair and consistent process for team members to resolve conflicts in a timely, effective, constructive and professional manner. Any time you have a work-related concern, you are encouraged to talk with your leader or supervisor. If this is not practical or the problem is with your leader or supervisor, talk with your Director of People & Culture who is available to offer you the opportunity to discuss the situation in a confidential setting. If you feel you have made a significant

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effort to resolve the conflict or concern and find that conversations with your leader or the People & Culture team member are not effective, you may utilize the formal complaint procedure.

The disagreement resolution procedure has been established to provide a consistent process by which conflicts can be resolved. Each step in the process must be followed as outlined in the Disagreement Resolution Procedure (PC-PR-08010) so that all parties involved have an opportunity to respond in a reasonable time to the concern or complaint. Your Director of People & Culture is available to guide you through the process, if needed.

Eligibility for Rehire

If you resign with proper notice and you leave in good standing with WellSpire, you will be considered eligible for rehire at any of WellSpire’s and WesleyLife’s locations and services.

If you are discharged by WellSpire due to performance, job abandonment or you fail to give appropriate notice of your decision to leave employment, you will be considered ineligible for rehire with WellSpire and with WesleyLife.

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Gifts and Tips

Due to the nature of the services we perform at WellSpire, you are not permitted to accept gifts or tips from clients, residents or their families. If a gift or a tip is offered to you, you should politely decline. If there is nothing you can do to avoid receiving a gift or a tip, you should turn the gift or tip over to your leader who may place it into a common fund that can be used for all team members or for future resident/client events.

Health Insurance Portability and Accountability Act (HIPAA)

The Health Insurance Portability and Accountability Act of 1996 (HIPAA) is a federal law that applies to health plans, health care providers and health care clearinghouses. The HIPAA legislation is complex and has many components. The three areas of the legislation that are of interest specifically for team members of WellSpire are:

Privacy – provides rules in regard to how the privacy of an individual’s health information must be protected.

Transaction and Code Sets – requires the use of standard transaction formats and code sets when an individuals’ financial health information is transmitted electronically

Security – requires specific security measures to be in place to protect an individual’s health information that is sent or stored electronically.

You will receive a HIPAA overview during new team member orientation. Some team members, depending on their job, will require additional training. Please check with your leader to determine if you are required to receive the additional training. Violations of HIPAA are extremely serious and may result in corrective action, up to and including immediate termination.

Hiring/Recruitment

WellSpire is committed to selecting the best people to join our team. When an opening is available, we will use the most effective methods to recruit.

Persons interested in a position with WellSpire may be required to complete an online selection assessment as a part of the hiring process. In addition, all external applicants for a position will be required to complete a criminal history background check and undergo fingerprinting, have satisfactory references, meet licensing/certification requirements and successfully complete a pre-employment health assessment (including a drug screen) before employment will begin.

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Any individual (internal or external) being considered for a WesleyLife network support center or a leadership position must complete and successfully pass a nicotine screen in addition to the other required post-offer, pre-hire assessments.

If you are required to drive as a part of your position, you will be required to provide proof of a valid driver’s license, as well as proof of your current auto insurance coverage. Note, while driving as a part of your job and as a safety precaution, you cannot have passengers in your vehicle unless this is specifically approved by your leader.

WellSpire will post all available positions on www.wellspireliving.org/careers. Current team members are eligible to apply for any of these positions as internal candidates.

Team members who are qualified for an open position may apply for a transfer or may also apply to work a second position within the organization. To apply for a transfer or an additional position, you must complete the Internal Transfer Form (PC-FM-07010) which requires you to obtain the recommendation of your current leader.

Team members who work more than one position are responsible for ensuring they work with their leaders to avoid scheduling conflicts.

Benefit eligibility is based on your total number of scheduled work hours for WellSpire.

For an internal transfer, if the physical job requirements of the position differ from your current position, WellSpire may choose to have you complete a health assessment prior to a transfer to assure that you are able to successfully perform the physical requirements, with or without reasonable accommodation. Internal candidates for leadership positions will be required to successfully pass a drug and nicotine screen as a part of the hiring process if that has not already been completed. Because WellSpire is committed to fair and equitable employment practices, you will not be allowed to directly or indirectly report to a family member (spouse, parent, child, aunt/uncle, niece/nephew and including in-laws).

Identification Badges (PC-PR-08040)

You will receive an identification badge as a part of your hiring process. You are expected to wear your badge at all times while you are on duty. The badge should be attached to your outermost garment and be placed at a height between your waist and your shoulders so that it is easily readable by the persons we serve. If you damage or lose your badge, your first one will be replaced free of charge. Additional replacements may require a small fee for replacement. Please connect with your office manager or your People & Culture contact to discuss a new badge.

http://www.wellspireliving.org/careers

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Inclement Weather (PC-PR-05020)

WellSpire provides services 24 hours a day, 7 days a week in its communities. WellSpire is committed to continuing business operations during extreme weather conditions. You will be expected to report to work during these periods. Check with your leader to learn more about your department’s inclement weather policy and the expectations of your position in such situations.

If you are unable to report to work during a weather event, you will be considered absent. Unless specifically approved by your Administrator or Executive Director, you will be required to use available wellness time to cover the absence due to weather. Your Administrator or Executive Director may excuse absences (not count against your attendance record) as a result of inclement weather based on the situation or the event.

Pre-Employment Health Assessment (PC-PR-03020)

All persons who receive an offer of employment from WellSpire are required to complete a pre-employment health assessment, TB test and drug screen prior to beginning employment. Leaders must also complete a required nicotine screen. You may be required to undergo medical examinations after being hired, as permitted by law or WellSpire policy. Regulations may require team members to have an examination periodically throughout their employment.

Separation/Termination (PC-PO-09000)

If you wish to separate or resign from your position:

WellSpire requires a two-week written notice to your immediate leader for team member positions.

A three-week written notice is required for professional positions such as nurses (RN and LPN) and therapists.

All team members in a leadership role are required to give a four-week written notice.

It is your responsibility to determine your separation notice requirement prior to resigning your position to ensure you give the appropriate amount of notice.

Appropriate notice ensures that you receive all of the benefits to which you are entitled and will also give the department time to find a replacement. If you choose not to give appropriate notice of your decision to separate from employment, you may be regarded as ineligible for rehire with WellSpire and with WesleyLife in the future.

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When you separate from employment, you will receive your final pay on the next regularly scheduled payday. You should be sure to return all WellSpire property, including identification badges, keys, computer equipment, and phones prior to your final day.

Wellness Time off earned but unused will be paid out at the time of the final payroll check.

Personal time off earned but unused is not paid at the time of separation regardless of the reason for separation or the notice provided.

Converted Wellness Time is not paid at the time of separation regardless of the reason for separation or the notice provided.

You should be aware of the following regarding your time off benefits at the time you voluntarily resign your position:

You are required to work out your full notice period in order to remain eligible for rehire with WellSpire.

You may not use any wellness or personal time hours to cover any part of your notice period. Only actual work hours will count toward your requirement to fulfill your separation notice period.

Any prior-approved wellness or personal time off hours may not be used as a part of your notice period.

No personal time off benefits are paid at any time after you notify WellSpire of your decision to separate employment. Should you call in with an unexpected absence during your notice period, the missed time will be non-paid.

Solicitation and Distribution (PC-PR-08030)

WellSpire wants to avoid unnecessary disruption to the services provided to our residents. Therefore, solicitation is not allowed during working time.

Distribution of material is not allowed in work areas at any time and may not be posted via electronic media sources that may be viewed within the work environment (i.e., the intranet, company provided cell phones, etc.). Solicitation may include, but is not limited to, requesting gifts or money, offering merchandise for fundraising or other purposes, accepting money from residents or clients, engaging in the unauthorized sale of services, merchandise, raffle tickets, lotteries, etc. Solicitation for membership in organizations that are not related to the charitable purpose of WellSpire and unauthorized distribution of non-WellSpire literature, membership cards, etc. is

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prohibited in work areas.

Time Records (PC-PR-05010)

You are responsible for using the appropriate timekeeping process to record your worked hours. You will receive instruction on how to use the timeclock or time recording system for your particular area. It is extremely important that you clock in and out for yourself – no one else can do it for you. Integrity is a standard for all team members. Falsification of your time record is grounds for immediate termination.

The time clock will round your work hours to the nearest quarter hour.

Hours recorded seven minutes before or after the quarter hour will round to the nearest 15-minute interval.

It is expected that you not clock in more than seven minutes before your shift starts unless you are asked to begin working early. Likewise, it is expected that you not clock out more than seven minutes after your shift ends, unless you have been asked to work additional time by your leader/supervisor. Clocking in or out outside of the seven-minute window without approval from your leader or supervisor may subject you to performance counseling, up to and including termination.

Note: Clocking in one minute after your scheduled start time is considered tardy and may subject you to performance counseling under the attendance policies of WellSpire.

To ensure prompt and accurate payment for your hours worked, it is your responsibility to ensure your time record accurately reflects your hours worked. If you made an error (i.e., forgot to record your work hours), you should contact your leader immediately. At the conclusion of each pay period, your leader will review and approve your time record for payroll processing. The hours you have recorded on your time record are those that will be paid. Errors made on your part will be corrected on subsequent pay periods.

Remember, repeated failure to clock in or out appropriately can be considered reason for corrective action and/or counted as tardiness under our attendance policy.

Nicotine and Tobacco-Free Work Environment (PC-PR-11025)

As a part of its emphasis on wellness, WellSpire provides a work environment that encourages and promotes a healthy lifestyle for you and every person on our team. Smoking, vaping and/or tobacco use are not only detrimental to your health and wellbeing, but create a physical environment that is counter to our wellness philosophy.

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Because team members complete their duties in the homes of the persons we serve, tobacco products (including E-Cigs, vapes, hookahs, etc.) are prohibited and may not be used. There are no designated smoking areas for team members on any WellSpire campus or in the home of any WellSpire client.

Because rest breaks are paid by WellSpire, smoking, vaping or using nicotine/tobacco products during paid break periods is prohibited.

It is important to note that if you smoke or vape while on a non-paid meal break or in between assignments, you are not allowed to return to work while smelling of smoke. Failure to comply with this could require corrective action.

Persons who are employed in a WesleyLife network support center or WellSpire leadership position are expected to refrain from the use of nicotine/tobacco at all times. New hires into either network support center or leadership positions will be required to successfully complete a pre-hire nicotine screen to ensure they are nicotine and tobacco free prior to hire.

As a part of its emphasis on wellness and its commitment to a work environment that promotes and supports wellness, some of the benefits of employment at WellSpire may differ for those persons who pursue and/or maintain a healthy lifestyle. These differences may be evident in better benefits such as lower out-of-pocket expenses for insurance benefits for persons who demonstrate alignment with our culture.

To encourage and support the wellness of team members and compliance with our nicotine and tobacco-free work environment, WellSpire will offer smoking cessation options for those interested in quitting the use of tobacco. For more information about how WellSpire can support you to stop smoking, refer to PC-PR-11025 or contact your Director of People & Culture.

Visitors at Work

As a WellSpire team member, it is important for you to always consider that the work you perform is being completed in the homes of the persons we serve. Because of this, we want to be respectful at all times of the sanctity of their homes. Personal visitors while you are at work should be limited so that you can focus on the work to be completed. Your leader or team may have specific rules around visitors while you are at work that you will be required to know and follow. And, while we encourage you to form personal relationships with the people we serve, visits while you are “off the clock” should not disrupt those who are currently working.

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Workplace Violence (PC-PR-08040)

Your safety and security is of the utmost importance at WellSpire. We are committed to providing a safe and secure workplace and an environment free from physical violence, threats and intimidation. You should immediately notify your leader or someone in management of any workplace violence that has occurred on or off-site that has the potential of impacting the work environment for you and/or another team member.

Workplace violence is defined as any physical assault, threatening behavior or verbal remarks that are made in the workplace and/or affect workplace behavior. This includes, but is not limited to:

Verbal abuse – any verbal expression with the intent of creating fear or intimidation in another individual, or group of individuals, or verbal remarks or comments expressed in a loud harsh or threatening tone of voice or in a joking manner within the workplace.

Physical abuse – any intentional movement of the body, which may include touching, gestures, pushing, striking, stalking or any unwanted intrusion of “reasonable space.” Any intentional use toward an individual with any object such as a weapon, including, but not limited to knives, firearms, clubs, metal knuckles and razors.

Creating a Hostile Work Environment – any intentional nonphysical actions that can be considered intimidating or harassing with the intent of creating an environment that has the purpose or effect of unreasonably interfering with an individual’s performance or where behaviors create a hostile or threatening environment.

Weapons of any nature are strictly prohibited on WellSpire worksites and property. Team members may not be in the possession of any type of weapon while on WellSpire property or when working in the homes of any persons we serve.

WellSpire believes that violence is a form of serious misconduct that damages the integrity of the employment relationship. Conduct and behaviors of physical violence, threats or intimidation by any team member may result in corrective action, up to and including immediate discharge and/or other appropriate action. Where needed, WellSpire may involve local authorities.

Work Schedules and Rest Periods (PC-PR-05010)

Work schedules including the number of hours you work, the time of day and the days of the week you are scheduled to work will vary depending on your position and to what part of WellSpire you are assigned. Your leader or supervisor is responsible for

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scheduling you and for communicating this schedule to you.

In certain departments, WellSpire may utilize technology to provide an online schedule as well as electronic notifications of open shifts, call offs, etc. Persons in departments using this technology are expected to know and follow their work schedule. It is also required that persons who receive electronic notifications respond as appropriate to the requests. The online scheduling tools allow WellSpire to track call-offs as well as the frequency with which people respond to notifications and/or pick up open shifts. All of these factors may be used in the feedback and performance evaluation process.

As a part of your work shift, you may be given an unpaid meal period. If you are non-exempt and take an unpaid meal break, you are expected to take a full 30-minute break. If you record your time on a time clock, you are required to clock out when you begin your meal and clock back in when your meal period has ended. If you work within one of our communities, it is often impractical to leave your community during a meal break. If you have a need to leave during your meal period, you need to inform your leader or supervisor prior to leaving.

Rest periods may be provided at the convenience of the organization and are not guaranteed. If you are given a rest period, these are paid and are typically scheduled for 15 minutes or less. You should not clock out and back in for rest periods. However, you are expected to carefully monitor your time while on break.

Team members who work within one of our communities are not allowed to leave the campus during rest breaks without prior approval from your leader.

If you are unable to self-monitor your breaks, you could be subject to performance counseling, up to and including termination.

It is important to remember that paid rest breaks must be taken “on campus”. Because there are no designated smoking areas and because these are paid breaks, you are expected to comply fully with our nicotine and tobacco-free workplace policies. Smoking or using tobacco during paid breaks is prohibited and could result in corrective action.

During breaks, if you choose to eat you must do so in a designated break area. Food and drinks should not be brought into your work area except in those situations where it has been specifically approved by your leader.

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Compensation (PC-PO-01000)

WellSpire recognizes the importance of attracting, retaining and motivating those who have the skills and abilities to make strong contributions to our organization. To do this, WellSpire implements salary ranges that are externally competitive as well as internally equitable. Compensation rates for all positions are reviewed at least annually for the organization.

Your compensation is determined by multiple factors including (but not limited to) your position at WellSpire, your specific skills and experience and, most importantly, your individual performance. Your total compensation includes not just your base wage, but also the benefits that are provided to you by WellSpire. Your compensation package is confidential information and as such, should not be shared with your co-workers. All of the benefits given to you as a part of your employment are considered when WellSpire reviews its total rewards package. (PC-PR-01020)

Change of Status

There are events in life that often require team members to make changes to their employment information. Changes of name, address, telephone number, emergency contact information and dependent or marital status must be reported to your leader, Director of People and Culture, or designated office team member so that employment records can be kept up-to-date, necessary benefit changes can be made, and to ensure that you receive important information such as benefit updates, W2s, etc. A request for change of name must be accompanied by a social security card reflecting the new name.

Employment Status (PC-PR-05030)

Each position is assigned an exemption status under the Fair Labor Standards Act (FLSA) and will be designated as either exempt or non-exempt. Positions that are non-exempt are paid on an hourly basis and overtime pay is provided for any hours actually worked over 40 in a work week. These classifications are determined based on the job duties and the FLSA regulations.

Each person is scheduled for a specific number of hours based first on the needs of the community or service. You will be informed of your employment status at the time you are offered employment. Your leader may recommend a change to your status during the course of your employment for a variety of reasons including job changes, changes due to business needs and/or changes requested by you.

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Your classification should not be interpreted as a guarantee or limitation on the number of hours you may be scheduled to work at any given time.

You may request a change in your number of work hours by giving your leader or supervisor at least a two-week notice. While your leader will work with you to accommodate your request, the needs of the community will also take precedence. If your leader is unable to accommodate your request, you may be required to take a different position or your employment may need to be terminated until a time when a suitable position is available that meets your schedule needs.

The following job classifications are available at WellSpire:

Full Time: Regularly scheduled and works 30 hours or more per work week. Full-time team members are eligible for the full range of benefits offered by WellSpire.

Part-time: Regularly scheduled to work 16 – 29 hours per work week. Part-time team member benefit eligibility is determined based upon the number of hours scheduled to work or actually worked in a workweek.

Limited part-time: Regularly scheduled to work less than 16 hours per work week. These team members are not eligible for wellness time off, personal time off, health, dental, vision, life or voluntary benefits. Team members in this status are granted a regular schedule, typically with weekend and/or holiday requirements.

PRN: Scheduled to work on an “as needed” basis. Hours for a PRN team member are not guaranteed. PRN team members are not eligible for benefits. PRN team members may work up to a full 40 hours per week; however, they are granted no regular schedule and may have weeks where they receive no hours based on the needs of the team to which they are assigned. PRN team members (in AL, Health Center and In-Home nursing only) are eligible to receive a higher wage if they meet certain minimum work requirements and demonstrate a willingness to consistently pick up open shifts when offered. See your Director of People and Culture for more information.

From time to time, WellSpire may employ individuals on a “temporary” basis to complete a specific task or project. If you are “temporary,” you are not eligible for any WellSpire benefits regardless of the number of hours worked in a week.

Additionally, some areas of the organization may provide internships to selected individuals. Paid interns are expected to meet all the same hours and work requirements as our regular team members. For persons serving in an unpaid internship, expectations regarding hours and work assignments are based on the

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specific situation. Interns should be aware that their failure to meet the expectations of the internship agreement may be reason to end the internship.

Overtime (PC-PR-05010)

Overtime includes hours actually worked in excess of 40 hours in a given workweek. Holidays, wellness time and personal time off are not included as time worked for the purposes of determining overtime hours. For non-exempt team members, any hours actually worked over 40 hours are paid at one and a half times your regular rate of pay.

Overtime hours are allowed only at the request or approval of your leader or supervisor. If you find that you may be into overtime in a particular week, you should discuss the situation with your leader or supervisor to ensure this is appropriate. Excessive or un-authorized overtime could subject you to corrective action, so it is important that you are clear about expectations from your leader.

Payroll Checks (PC-PR-05010)

For your convenience, WellSpire offers direct deposit of your payroll check into the account of your choice. You may choose multiple accounts and have your payroll amount split between them. As a part of the direct deposit option, you will receive the convenience of online access to your payroll stub. Direct deposits are placed into your account on Wednesday of the pay week.

It is your responsibility to review your payroll check and ensure its accuracy. If you find that an error has been made, contact your Leader immediately. WellSpire will make the appropriate corrections no later than the following payroll check.

Pay Deductions (PC-PR-05010)

Federal and state laws require us to make the proper deductions from your wages. Amounts withheld will vary according to how much you earn and the number of exemptions you claim. Required deductions include Social Security and federal and state income taxes. WellSpire will also comply with court orders requiring garnishments be made from your pay in order to satisfy a debt. Other deductions can be made from your paycheck, such as deductions for benefits (i.e., insurance premiums, flex spending amounts, 401k contributions, etc.) with your written authorization. You are responsible for verifying on an ongoing basis that the deductions taken from your payroll check are correct.

Pay Increases (PC-PR-06010)

You may be eligible for a pay increase periodically. Leaders make decisions regarding annual merit increases for each team member they supervise. Your merit increase is based on the budget as well as your individual performance. You should note that a merit may be

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withheld if you are on corrective action or if you have not completed your required inservices/learning requirements. Your leader will communicate any pay increases to you. If you have questions about your pay increase, you should discuss your question with your leader or, alternatively, with your People & Culture team member.

Pay Weeks/Pay Periods (PC-PR-05010)

All WellSpire team members are paid on a bi-weekly basis. Pay weeks for WellSpire team members begin at 12:01 am on Thursday and end at 12:00 am on Wednesday. Direct deposits are placed into your account on the Wednesday of the pay week, paper checks are available on Thursday.

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FOR YOUR BENEFIT

WellSpire provides you with a comprehensive, competitive and cost-effective benefit program. In addition to a bi-weekly paycheck, WellSpire provides you with benefits, services and conveniences. We regularly review our benefit offerings based on your feedback and market conditions. We provide updates throughout the year regarding any benefit changes. The People & Culture Team is available to assist you with questions related to your benefits. (PC-PO-01000)

Retirement - 401k (PC-PR-01010)

The WellSpire retirement program is important to help you build your financial future. The 401k plan rewards team members for service with WellSpire. WellSpire encourages each team member to invest in their future through a pre-tax payroll contribution into your own 401k plan.

At the time of hire, all team members will begin with a three percent team member-paid contribution into their 401k account. At the beginning of each new calendar year (January 1), your contribution will automatically be increased by 1% (up to 6% total) to encourage your savings. You may opt-out of this auto-escalation at the time of open enrollment each year.

After one year of service and the completion of at least 1,000 hours team members are eligible to receive the WellSpire 401k matching contribution equal to .25% for every 1% contributed up to an employee maximum contribution of 10% (maximum employer contribution of 2.5%).

As a part of your employment, you will be given opportunities to participate in learning opportunities related to your financial wellness. You are highly encouraged to participate in these sessions to learn more about the investment options available to you, to develop your personal savings goals and create your own retirement plan.

Health and Welfare Benefits (PC-PR-01010)

WellSpire strives to be competitive in offering medical, dental, vision, life and long-term disability insurance to you. You are eligible to participate in our health and welfare benefits based on your employment status. More information about the eligibility requirements can be found in the information provided to you during your employment. Likewise, your cost to participate in these benefits will be determined annually and communicated at the time of hire and/or during regular enrollment opportunities.

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A primary focus of WellSpire’s health and welfare benefits is to encourage wellness for you and your family. With this, WellSpire may provide incentives through premium discounts, reduced participation costs and/or enriched benefit levels when you choose healthier options or participate in wellness activities. These opportunities may change year over year and will be communicated to you through a variety of means.

More detailed information on the medical, dental, life and disability benefits is provided in your new hire information, during open enrollment periods or you may contact your Director of People & Culture at any time for additional information.

Flexible Spending Accounts (FSA)

Team members are provided with the opportunity to participate in a flexible spending account under Section 125 of the IRS code. If you are eligible for this benefit, you may take advantage of the following pre-tax options:

your health and/or dental premiums may be deducted on a pre-tax basis

you may set aside additional dollars from your payroll check to cover the cost of medical expenses not covered by your health or dental insurance plan(s)

you may deduct an amount from your payroll check to reimburse you for the cost of dependent care (i.e., day care)

Flexible Spending Accounts are great ways for you to reduce your after-tax cost for the above expenses. Additional information is available on the intranet, during new hire orientation and during each year’s open enrollment process.

Benefit Enrollments and Changes

Under most circumstances, you may only elect to enroll in benefits at the time you are hired, if your employment status changes so that you are newly eligible for benefits, or during an “open enrollment” period where all team members are given the opportunity to change or add benefits. If you are new to WellSpire, you are required to enroll in your benefits during your first 31 days of employment.

There are certain events that may occur which would make you eligible to change your benefit elections at a time other than at hire or during open enrollment. You must notify WellSpire within 31 days of the event (60 days of events related to Medicaid or CHIP). If you do not provide timely notification, WellSpire has the right to terminate your coverage. Also, if you do not notify WellSpire within the 31 day period, you may not enroll yourself or a family member until the next open enrollment period.

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The following chart is a guide to help you determine when you may make changes to your benefits enrollment.

Events which allow you as well as

family members/domestic partners

to enroll in a benefit or move from

one plan option to another

› Birth, adoption, or placement for adoption by an approved agency › Marriage › Exhaustion of COBRA coverage › You or your spouse or your dependent loses eligibility for creditable

coverage or his/her employer or group sponsor ceases contributions to creditable coverage

› Spouse loses coverage through his/her employer › You lose eligibility for coverage under Medicaid or the Children’s Health

Insurance Program (CHIP) or the hawk-I program in Iowa › You become eligible for premium assistance under Medicaid or CHIP

Events which allow you to add a

new dependent to your coverage

› The dependent child resumes status as a full-time student › Addition of a natural child by court order › Appointment as a child’s legal guardian › Placement of a foster child in your home by an approved agency

Events which require you to remove

the affected family member from

your coverage

› Death › Divorce or annulment. Legal separation, also, may result in removal

from coverage. › Reaching the overall lifetime benefit maximum › Medicare eligibility.

Events which will impact coverage

but will not take effect until the

beginning of the next group

renewal date

› Completion of a dependent’s full-time schooling if the dependent is age 25 or older (age 26 or older after July 1, 2011)

› Dependent child who is not a full-time student or permanently disabled reaches age 25 (age 26 after July 1, 2011)

› Marriage of a dependent child

Team Member Giving (Philanthropy Programs)

Each team member at WellSpire has the unique opportunity to participate in giving back to the communities in which they serve. Throughout the year, events and activities take place at each of the locations and for the different services offered through WellSpire. Team members may contribute by participating in a variety of events as well as through monetary contributions to support a campaign of their choice. Payroll deduction options are often available to provide an easy way to contribute. Opportunities are communicated via newsletters, the intranet, team meetings and/or announcements posted at each location. You are strongly encouraged, but never required, to participate.

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Voluntary Benefits

WellSpire offers a variety of other voluntary benefits that you may elect to participate in at your own expense. These include such benefits as additional life insurance, life insurance for your spouse and/or dependents, critical accident insurance, cancer policies, etc. Throughout the year representatives of the companies offering these benefits will be available to you to discuss the available options. You are encouraged to carefully consider these benefits, your individual needs, and the cost of these benefits to you to determine what, if any, benefits are right for you.

Holidays (PC-PR-10030)

WellSpire observes the following holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day. If you are a veteran of any branch of the armed forces, you also have the right to request Veteran’s Day as an additional holiday. While WellSpire does not provide holiday pay for this day, if approved, you may take the day off without pay or use your wellness time off if you are normally scheduled to work on this day. If you qualify for this additional holiday, you should give your leader at least 30 days advance notice of your desire to have this day off.

All non-exempt team members who work on a WellSpire-designated holiday will be paid for hours worked at double their regular rate of pay for any hours actually worked on that day. Benefit-eligible team members who are not scheduled to work the holiday will be paid holiday pay at regular pay. The number of holiday benefit hours you will be paid will be based on an average of your normally scheduled work hours over the prior four weeks.

Departments or areas that regularly operate Monday through Friday will observe holidays which fall on Saturday on the preceding Friday. Holidays falling on Sunday are observed on the following Monday. Departments or areas that regularly operate seven days a week observe holidays on the actual day and scheduling is altered accordingly.

To be paid for a holiday, you must work your last scheduled work day before and first scheduled work day after the holiday, or be on an approved, paid absence such as wellness time off. Team members who are on an unpaid leave of absence during a holiday are not eligible for holiday pay.

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Time Away from Work (PC-PR-10010)

WellSpire demonstrates its commitment to wellness by ensuring you occasionally have time away from work for rest and relaxation.

Wellness time off is earned by full- and part-time team members based on the number of hours worked each pay period (for accrual purposes, this includes regular work hours, wellness time used and holiday benefit hours paid). Accrual rates for wellness time off increase based on the number of years of service to WellSpire.

WELLNESS TIME OFF

Employment Year(s) Accrual Rate

Estimated earned hours

(based on 2,080 worked

hours/year)

Hire date – end of year 1 .0385 80 hours

At 1-year anniversary .0423 88 hours







For all team members, regardless of which time off plan you have:

New team members will accrue hours and must wait 90 days before using any paid wellness time.

If you are off work for any reason, you will be required to use all remaining and available paid time before you may take your time off without pay.

o The only exception to the above requirement is when a team member is placed on “low census” by WellSpire. In the event a team member’s hours

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are reduced due to a lack of resident, client or customer needs, the team member will be provided with the choice to use their accrued wellness time off to cover all or a portion of the hours they are on “low census”.

Scheduled time off requests must be provided to your leader in advance of your time away from work using the Time Away from Work request form (PC-FM-10005).

You are highly encouraged to ensure your time off has been approved before you purchase tickets or make other accommodations. Leaders will do their best to provide each person with the time off they request; however, if multiple team members request the same time off, the leader will need to make appropriate decisions to ensure the needs of the organization are met. At all times, the needs of the organization and the persons served will take precedent over a request for time away.

For those who earn Wellness time according to the information above, Wellness Time is earned based on your anniversary date of employment. At your anniversary date, unused wellness hours may roll forward into the next employment year up to a maximum of 120 hours. Anything above this amount will be forfeited at the time of your anniversary date.

Personal Time Away from Work (PC-PR-10020)

WellSpire expects you to demonstrate reliability and dependability to the persons who receive our services through good attendance. However, WellSpire recognizes that from time to time you may need time away from work due to an illness or injury.

WellSpire provides paid personal time off to full- and part-time team members in the event that you are ill or injured. You may also use your personal time away from work to cover absences due to the illness of a child, spouse or parent.

In more detail:

Personal time may be used for unscheduled absences due to the illness or injury of yourself, a child, your spouse or a parent. Step children and foster children are included.

Spouse is defined as the person to whom you are legally married. It does not cover boyfriends/girlfriends.

Parents does not include in-law’s. Time off to care for in-law’s will require use of wellness time.

You may use time away for medical appointments of self, child, spouse or parent as defined above.

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o It is preferred your medical appointments be scheduled outside of work hours whenever possible.

o If not possible, scheduling in advance and notifying your leader is expected. When unexpected, even if paid by your personal time off, it may be counted as an unscheduled absence and subject to corrective action under the attendance policies.

Personal Time may be used to cover maternity leaves as well as paternity leaves for new parents of naturally-born or adopted children.

Personal Time Off may not be used to cover for “low census” time required by WellSpire.

Personal time off is earned by part and full time team members based on the number of hours worked each pay period. Every eligible team member will earn .0385 hours of personal time off on regular worked hours, wellness time used and holiday benefit hours paid. You must be employed at WellSpire for at least 90 days before any personal time off will be paid.

Should you use up all your personal time off but still need more time off, you will be required to use any earned wellness time off before time off without pay is granted.

WellSpire’s personal time off benefit is separate from our attendance requirements. Whether your time away from work is paid or unpaid does not indicate whether or not the time away from work is excused or will be counted as an occurrence. It is important that you be aware of and meet WellSpire’s attendance and punctuality expectations as outlined in PC-PR-05020.

Time Away from Work – Bereavement (PC-PR-10020)

Full- and Part-Time team members are eligible to receive bereavement pay due to a death in the family. Up to three days of paid bereavement pay are available for use at the time of the death of an immediate family member, including your spouse, brother, sister, parent, child, stepchild, father-in-law, mother-in-law, daughter-in-law, son-in-law, and any other member of your immediate household.

One day of paid bereavement leave is provided in the event of the death of your grandparent, grandparent-in-law, sister-in-law, or brother-in-law.

Paid leave will apply only to days/hours normally scheduled for work and it is expected that you will use your bereavement leave within five calendar days after the death of the relative, unless special arrangements are made with your leader. If additional time is needed, you may use earned wellness time. If no wellness time is available, you may take time as non-paid with the specific approval of your leader.

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Time Away from Work – Jury Duty (PC-PR-10020)

WellSpire encourages you to participate in jury duty when requested. Time off will be granted for jury duty as long as you notify your leader and provide a copy of the jury summons as soon as it is received. If you work the second or third shift, you may need to work with your leader to determine an appropriate work plan while on jury duty.

You will be paid for lost work time less any jury payment received. To receive this compensation, you are expected to provide documentation to your leader of time spent in jury duty as well as copies of any payment you have received from the court. Note – if you report for jury duty and are sent home prior to the end of a full day, you should call your leader to determine if you should report for work. If you fail to follow this procedure or report for duty if expected, you will lose your “jury duty” pay for that day.

Leaves of Absence (PC-PR-10040)

Leaves of absence (LOA) are granted under certain conditions and may or may not be eligible for pay. Some leave requests may fall under the Family and Medical Leave Act (see below). Use of paid time while on leave is dependent upon the type of leave requested.

You should refer to PC-PR-10040 (Leave of Absence Procedure) and PC-PR-10041 (FMLA Rights and Responsibilities) for further details.

It is your responsibility to contact the Director of People & Culture or refer to the Leave of Absence policy to learn more about eligibility and the terms for each type of leave. It is also your responsibility to contact your leader at least two weeks before the end of your leave so that your return to work can be discussed. With the exception of military orders and FMLA, leaves of absence are a privilege and are not guaranteed.

1. Family and Medical Leave Act (PC-PR-10041)

The Family and Medical Leave Act (FMLA) requires employers to provide up to 12 weeks of unpaid, job-protected leave to eligible team members for certain family and medical reasons in a rolling 12-month period. FMLA defines family as a spouse, son, daughter or parent. Granted leaves will run along with any other paid or unpaid leave (such as personal time off, long term disability, or workers’ compensation). Reinstatement will result in the return to your prior position or an equivalent position. Certification by a physician for medical-related leaves and validation by a branch of the military for a military-related leave is required and must be received 30 days prior to the expected leave or within 15 days of the leave if the need to take leave was not expected. If you have additional questions, check with your leader or contact the People & Culture office.

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FMLA- Qualified Leave (in summary):

Eligibility You are eligible when you have worked for at least one year and for 1,250 hours during the last

12 months

Criteria for

granting

leave

Leave will be granted for the birth or adoption of a child; care of a spouse, child or parent

with a serious health condition; your own serious health condition; care of an injured family

member in military service; or for a qualifying exigency arising out of active military duty.

Length of

Leave

The length of your leave can be broken down in three ways: block of time, intermittently or

reduced work hours

Notification You must give 30 days prior notice if the leave is expected

WellSpire may consider other types of leaves on a case-by-case basis. Approval of requests of these types of leave is not guaranteed. Factors that may be considered prior to the granting of these requests include, but are not limited to, your performance, your length of service, advancement potential and the benefits to be obtained from such a leave for the individual and/or WellSpire.

2. Educational

Educational leave may be considered for you to attend an educational facility approved by WellSpire for courses directly related to your job. A team member must have one year of successful and continuous employment, be identified as a high performer and be able to clearly demonstrate the connection of the educational opportunity to your work to be eligible for this leave.

3. Health

A health leave request for non-work-related disability resulting from illness, injury or pregnancy may be considered when all FMLA has been used. The request must be supported by the written recommendation of a physician and typically is allowed only when there is a short-term need to allow for full healing before returning to work. The approval of any such request is highly dependent upon staffing needs at your work location and the position in which you are employed.

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4. Military Leave

Military leave with pay may be granted to team members who are required to be absent from scheduled work duties for the purpose of taking a pre-induction physical examination or for periodic times of training encampment as a part of your reserve status. You will be required to provide proper documentation of the time needed to fulfill these obligations. Eligible team members who serve in summer military training in the Armed Forces of the United States should review the details of this leave as far in advance as possible with their leader. If you separate from active employment to serve in the Armed Forces of the United States, or with a reserve component, for a period of time less than two weeks, you may be granted a military leave of absence with pay. If you separate from active employment to serve in the Armed Forces of the United States, or with a reserve component, for a period of time in excess of two weeks, you may be granted a military leave of absence, without pay, in accordance with applicable law (see FMLA).

5. Personal

Personal leave without pay for emergencies or personal needs may be considered if you have at least one year of successful and continuous employment with WellSpire. You will be required to use all available paid time off (wellness and personal) prior to this leave being non-paid.

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TO YOUR HEALTH

WellSpire is committed to the wellness of each member of our team and strives to provide a safe and productive work environment for you, residents, clients and visitors. To achieve these goals, WellSpire provides opportunities for you to participate in a variety of wellness activities and strongly encourages you to actively work toward personal goals related to your own physical, emotional, spiritual, vocational, intellectual and mental health. WellSpire also promotes your health and productivity through the prevention and management of occupational and environmental injuries and illnesses.

Your Personal Wellness

WellSpire desires to encourage you and assist you in achieving a level of well-being that is appropriate for you. While WellSpire encourages this, only you can make the decision to actively participate in the wellness programs offered at WellSpire. WellSpire is committed to providing a robust menu of wellness options that can be customized to meet your individual needs. It is our expectation that you will make wellness a priority and work to attain personal wellness goals.

You are encouraged to take advantage of the wellness equipment and facilities offered within your work location or the network in which you serve. Your Wellness Director will provide you with information regarding the equipment and hours which are available for you to use the facilities. WellSpire will periodically provide information about other resources and programs that are available for things such as tobacco cessation, weight management, nutrition classes, stress reduction, financial education, spiritual renewal and similar programs.

You are also encouraged to balance your work with activities outside of work. Team members who are engaged and active in outside interests, hobbies, family activities, volunteer opportunities, school and church events, etc., tend to have a more fully balanced lifestyle and are more productive when at work. WellSpire encourages your participation in these activities whenever possible!

Team Member Assistance Program – EAP (PC-PR-11040)

We all experience stress and difficult situations at different times in our life. Even happy events like getting married or buying your first home bring with them various stresses. WellSpire’s team member assistance program (EAP) is designed to offer you additional supports to help you through a variety of personal situations. Contact with our EAP is completely and strictly confidential. A toll free number and other contact information can be found on the WellSpire intranet.

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Health Risk Assessments & Flu Shots

WellSpire is also committed to improving your health. The best way to do this is to build awareness about your individual health status and potential health risks. With this goal in mind, WellSpire offers annual health risk assessments to all team members at no cost. Team members who participate in a health insurance plan with WellSpire may be given the opportunity to reduce their payroll contribution for the health plan each year by completing the health risk assessment. If offered, information regarding the premium reduction program will be provided each year at the time the health risk assessments are conducted.

WellSpire will provide you with a flu shot each year whenever vaccine is available. You are allowed to take advantage of these at no cost to you. You will receive communication from WellSpire about the times and locations of these immunizations as appropriate.

Occupational Injuries, Workers’ Compensation and Alternate Duty (PC-PR-11030 and PC-PR-11035)

No matter how small an accident, all job-related injuries must be reported immediately to your supervisor. If you require medical care for the injury, it is your leader’s responsibility to ensure you access appropriate medical treatment, including first aid or treatment by a physician, if needed. Your leader will complete an incident report with you and send the incident report to the Director of People & Culture (or designee) for your work location. WellSpire will conduct a thorough investigation of the accident based on the information you provide to determine if and how similar accidents or injuries can be avoided in the future.

The Director of People & Culture will work with you, your leader and the Workers’ Compensation carrier to approve all lost time and any restricted duty. WellSpire will comply with all applicable state and federal rules related to workers’ compensation. The first three days of lost time are considered a “waiting period” in Iowa and are unpaid. Benefits under workers’ compensation will begin on the fourth day missed. You may elect to use accrued personal time off for the first three days if the time away from work is approved. Family and Medical Leave will run concurrently with any leave associated with a workers’ compensation injury. For more information, check with your Director of People and Culture.

WellSpire encourages and supports a rapid return-to-work program with alternate duty assignments wherever that is appropriate for both work-related and non-work related injuries. We will work with you and the physician to determine an appropriate return to work plan for you following an injury. These assignments cannot be guaranteed and will be based on the restrictions provided and the work that is available as well as other considerations such as safety concerns, etc. If provided alternate duty, you will be

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expected to fully participate in your assignments, adhere to restrictions in terms of your duties and physical activities, and meet all normal performance expectations (such as attendance, punctuality, etc.).

Fitness for Duty

Once you have been injured (on or off the job), if you have been provided with alternate duty instructions for an illness or injury (whether work-related or personal), or if you have been off of work due to your own illness for a significant period of time, WellSpire may request that you complete a “fitness for duty” examination prior to returning to work. This examination will be at the expense of the organization and is used to determine whether or not you are ready to return to full duty in the position in which you have been working. If you cannot return to full duty, WellSpire will use this information to determine whether or not you may return to work with or without reasonable accommodation.

Substance and Alcohol Use (PC-PR-08050)

WellSpire recognizes the problems of substance abuse in our society and in the workplace. Substance abuse poses a serious threat to our team members as well as to the people we serve. Additionally, it is a threat to the efficient and safe operations of WellSpire. By adhering to an alcohol and drug-free workplace, we hope to combat the problems with substance abuse in our work environment.

Our alcohol and drug free workplace seeks to balance respect for individual privacy with our need to provide a safe, productive and drug-free environment. Our alcohol and drug-testing program has been adopted to comply with all applicable federal and other laws and regulations. WellSpire requires that you report to work punctually and without being under the influence of drugs and/or alcohol. If you are found to be in violation of this policy, you will be subject to corrective action, up to and including termination.

It is imperative that you know the rules surrounding our substance use and abuse procedures. All new hires undergo a drug test prior to hire. WellSpire also reserves the right to test current team members whenever there is reasonable suspicion to do so and/or if there is a workplace accident/injury that warrants a test to be performed. If you are found to be under the influence while at work or you test positive as outlined in our alcohol and drug testing procedure, you will be subject to immediate termination.

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Wellness – the Work Environment

WellSpire is committed to ensuring your work environment is safe for you as well as for the people that receive our services. There are several important ways that we work together to provide a safe work environment. A couple of specific things for you to know are listed below. You will be provided with additional information about safety in the work environment during your employment with us.

Disaster Planning

Each location has specific plans established to ensure the safety and well-being of our team and our residents, clients and visitors in the event of a disaster. Disasters include such things as fire, tornadoes, power outages, floods, etc.

You will receive disaster preparedness training (as needed) during your introductory period with WellSpire. In addition, each location will periodically practice how to respond to any such disasters through drills, walk-throughs and in-service instruction. It is our expectation that you will become fully knowledgeable about your role and expectations in the event of an emergency so that you can ensure the safety of yourself as well as those receiving our services.

Exposure to Bloodborne Pathogens

It is extremely important that we prepare and equip you with the information, knowledge and resources that can protect you from unnecessary exposure to blood-borne pathogens and other harmful or infectious environmental factors. WellSpire will provide you with training related to infection control and hazardous materials during your first weeks as a new hire. On an ongoing basis, it is expected that you will participate in annual learning requirements regarding safe infection control practices.

It is WellSpire’s expectation that you will, at all times, utilize the standard precautions provided to you such as personal protective equipment and safe work practices to eliminate all unnecessary risk when performing your tasks. This includes such things as disposing of sharps correctly, cleaning up spills as directed and using the appropriate protective equipment and procedures when assisting those we serve with activities of daily living (i.e., gloves when handling food, good hand washing techniques, etc.)

You should also be sure to properly report any possible exposure to a hazardous substance or potential infection. If you are unsure when handling a potentially hazardous or infectious situation, you should discuss the appropriate action steps with your leader. Failure to comply with WellSpire’s blood-borne pathogens and infection control procedures will place you at risk of corrective action, up to and including termination.

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AS YOU DEVELOP

WellSpire recognizes the ongoing development process that occurs as you change, jobs change and as technology and processes change. While career development is ultimately your own choice and responsibility, WellSpire strives to build an organizational culture that encourages learning and development for all team members. The following information includes just some of the opportunities available to you. (PC-PO-02000)

Orientation and Onboarding (PC-PR-02010)

The People & Culture team has designed an orientation and onboarding program to familiarize you with WellSpire, connect you individually to the ministry of WellSpire and provide important information related to your work. All new team members are required to attend orientation as scheduled. Departmental orientation is provided by your leader.

New Hire Performance Feedback (PC-PR-06005)

Periodically during your first months at WellSpire, you should have an opportunity to discuss your learning process and receive any performance feedback from your leader. During these initial performance discussions, it is highly encouraged for you to provide feedback to your leader and WellSpire about your new hire experience.

Annual Performance Reviews (PC-PR-06010)

Your leader will evaluate your performance on an ongoing basis and provide you with feedback, both positive and negative, whenever appropriate. Your performance is held up against the requirements, expectations, standards of behavior and applicable competencies of your position. From this, your leader determines your success in your role as well as areas which may need your attention.

WellSpire intends to provide you with a formal performance evaluation on an annual basis. During this time, you and your leader have an opportunity to discuss your past performance and to plan future performance. Your leader also uses this information to determine if you will be eligible for a pay increase based on your performance over the prior year. Pay increases are not guaranteed and can be impacted both by your performance as well as budget allowances.

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Your leader is encouraged to provide you informal feedback on a more frequent basis. If a situation arises where your performance is less than satisfactory, your leader may coach or counsel you concerning the areas of deficiency and recommend appropriate corrective actions that need to be taken.

Learning and Development

WellSpire strives to provide you with the information, tools and training you need to do your job well. A variety of training programs are available and may be required. Some positions require specific training programs to be completed on an annual basis. In certain situations, WellSpire requires specific training programs for all team members in order to either comply with government regulations or to ensure all team members have been provided with a core set of learning opportunities that are important to our strategy and our mission.

In many cases, we are able to offer you learning through our online learning system, Relias. This learning management system enables you to complete your training requirements with a sufficient amount of flexibility to accommodate your own personal schedule. At other times, your department and/or location may have required team meetings or on-site learning opportunities in which you are expected to participate. These meetings and educational opportunities are considered to be an important part of your employment experience and enable us to inform you, obtain feedback from you and ensure we are maintaining high levels of quality through highly trained team members.

Your leader will determine what learning opportunities and meetings are required for you and will communicate these expectations to you. As a part of your employment, you are expected to meet these requirements. This is critical to the services we provide and therefore, team members who do not complete their required inservices or online learning modules may have their annual merit withheld until such time that these requirements are satisfied. Merits are not retro-actively adjusted if it is withheld due to incompletion of required learning expectations.

Educational Assistance

WellSpire has established an Educational Reimbursement fund to provide for the development of team members in an effort to support continual learning and growth as well as the retention of team members. This fund is provided to support specific programs which enhance and enrich a team member’s learning in ways that are also advantageous to WellSpire, its services and its mission.

For qualified and approved degrees and programs, WellSpire will reimburse tuition and eligible expenses as follows during a calendar year:

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Actively working full-time team members scheduled for at least 30 hours per week – $1,500 annual reimbursement limit

Actively working full-time nursing team members scheduled for at least 30 hours per week who are pursuing an LPN, RN, or BSN degree - $3,000 annual reimbursement limit.

For actively working part-time team members scheduled for at least 20 hours per week – $750 annual reimbursement limit

Team members receiving reimbursement agree to repay WellSpire either through a “stay period” of active employment at WellSpire or another WesleyLife community or through cash repayment of the reimbursement as outlined in PC-PR-02030. Generally, full use of the amounts above by a full time team member will require a one-year payback through continued employment.

Leadership Development

WellSpire believes firmly that the ability to deliver excellent service is a direct result of having excellent leadership across the organization. To support this goal, WellSpire is committed to providing leadership development opportunities for those currently in a management role and, in some situations, for persons who have the potential for future leadership responsibilities.

Leaders will work with their direct reports to identify learning needs and develop specific plans to address personal leadership development. WellSpire will support these efforts through occasional presentations or learning opportunities delivered “in house.” Additionally, leaders may be encouraged to attend external seminars, conferences or other development opportunities as needs exist and budgets allow.

Promotions and Transfers (PC-PO-07000)

In its commitment to development and growth for team members, WellSpire makes an effort to fill vacant positions with current, qualified WellSpire team members. When job vacancies occur, WellSpire will post a notice of the vacancy for at least three calendar days. WellSpire may choose to externally recruit for the open position at the same time as the internal posting is available.

WellSpire selects candidates based on job specifications, and the applicants’ qualifications, related job experience, performance, training, education, and special skills they bring to the position. Because of our commitment to fitting the best person into each position, there is no guarantee that a current team member will be given priority over an external candidate. Additionally, length of service is considered, but is not used as the only qualification to determine who will receive a position. WellSpire will offer promotions and transfers to current team members whenever practical. However, our first commitment is to ensure we are hiring the absolute best person who

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will be the right fit for whatever position we are recruiting.

If you wish to be considered for a posted position, you must have been successfully employed in your current position for at least 90 days. If you are currently on corrective action or have received performance coaching during the last 90 days, you will not be considered for the opening. You are required to complete an internal transfer form (PC-FM-07010) to inform your current leader that you are interested in another position at WellSpire. This step is required and your leader must approve of the transfer before you will be considered for another position.

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A FINAL NOTE

WellSpire provides this handbook for your general education, information and assistance. Please keep it available at all times and review it in the event of any future questions. When further information is needed, please consult with your leader and/or your Director of People & Culture.

This handbook will be reviewed on an ongoing basis. Revisions to it may take effect before a new handbook is able to be produced. When you have questions, please be sure to check the most recent policy or procedure as available on the intranet. These policies and procedures may be more up-to-date than the contents of this handbook. You may also consult with your leader and/or Director of People & Culture if you have any questions regarding your employment at WellSpire.

Thank you for choosing to be a member of the WellSpire team!

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Acknowledgement

2019 Team Handbook

I acknowledge that I have received a copy of the WellSpire Team Member Handbook. I understand that this handbook does not create a contractual agreement between me and WellSpire and that both parties are able to end the employment relationship at any time and for any reason.

I agree that I have been given information regarding how to access WellSpire’s full policies and procedures. I have also been informed that it is my responsibility to know the information in these documents. My signature also acknowledges that I agree to:

Abide by all of the policies and procedures of WellSpire;

Demonstrate the mission of WesleyLife and WellSpire through my actions and decisions;

Abide by WellSpire’s confidentiality requirements; and

Uphold WellSpire’s standards of conduct.

Print Your Name: _____________________________________________

Your Signature: _________________________________________________

Date: _________________________

team member handbook - wesleylife · 2019-04-03 · a culture of service wellspire is committed to...

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